As part of our ongoing commitment to gender equality in the workplace, we publish our annual Professional Equality Index (Index Egapro).
This Index, based on several key indicators (pay gap, rate of individual increases, maternity/adoption leave returns, distribution of top salaries), reflects our equal pay situation.
A score of 68/100 in 2024
For 2024, our Index stands at 68/100. This score encourages us to reinforce our actions to progress towards ever more effective and sustainable equality.
Index results
Pay gap
The pay gap favors women
Points obtained: 38/40
The overall balance is satisfactory, but we'll be keeping a close eye on it to maintain the momentum.
Difference in the rate of individual increases
The gap is also in favor of women.
Points obtained: 15/35
The methods used to award increases, although geared towards equality, may have generated unforeseen discrepancies. We will be analyzing these practices to fine-tune our compensation policy.
Increase following maternity/adoption leave
Indicator not calculable - no return from leave during the period.
Representation of women among the 10 highest-paid employees
Men are over-represented among the highest-paid employees.
Points obtained: 5/10
We will continue our efforts to ensure a more balanced representation in the higher salary brackets.
Our action plan and corrective measures
To improve our score and strengthen pay equity, we have defined several priority areas for action:
1. Reassessment of compensation and individual bonus criteria
- In-depth analysis of pay practices to limit undesirable year-on-year discrepancies.
- Implementation of control and monitoring tools to ensure fair treatment while preserving each employee's progress objectives.
2. Promoting gender diversity in positions of responsibility
- Greater access to mobility and promotion opportunities, with dedicated support (mentoring, coaching, training, etc.).
- Continuing our efforts to balance representation among the highest-paid.
3. Follow-up and long-term commitment
- Creation of a dedicated working group, including management and Human Resources, to steer and readjust our actions as we go along.
- Regular analysis of developments, with transparent communication on our progress.
Our commitment
Professional equality is more than just a score: it's an in-depth process that requires constant effort and regular adjustments. We have already put in place a number of actions and will continue to reinforce them to ensure a fairer working environment.
We will also closely monitor the impact of our measures and adjust our approach if necessary, keeping in mind our objective: to reduce gaps where they still exist and guarantee everyone the same opportunities for progress."
